So often we see employers keep their DEI programs and initiatives focused on headquarters employees while their field organizations don't have a way to engage in anything meaningful with DEI.  By not bringing DEI work out into the field you're not being fully inclusive -- and you are leaving a TON of money on the table.

The Conference Board and Esgauge just released research showing that integration of Environmental, Social and Governance (ESG) metrics into compensation plans is higher than ever, now at 76%.  When looking at the Russell 3000, 84% of companies with revenues $50b and higher do the same.  If you thought DEI was going by the wayside, think again.

While there is a lot of research detailing the benefits that come from investing in DEI initiatives, it can be overwhelming to figure out which ones make the most sense for your organization to go after.  Here is a step-by-step guide to help you get started.

The Israel-Hamas war is multi-faceted, violent, nuanced and evolving, and it can seem easier to not say anything rather than risk making a statement that could inflame others.  However, your employees - and in many cases, your clients, customers and partners - are looking to you as a leader to address what is happening.

A crucial aspect of DEI that often goes unnoticed is how DEI initiatives can help strengthen employees’ mental health. Let’s take a deep dive on how each component contributes to strengthening mental health for your organization.

National Hispanic Heritage Month is just around the corner, and the Equity At Work team has compiled several great resources to help you celebrate the cultures and contributions made by Hispanic and Latino Americans

With the launch of ChatGPT and the Supreme Court's decision to end affirmative action in colleges and universities, there has been a lot of speculation, and a fair amount of misinformation, about how all this impacts the workplace.

The Supreme Court’s ruling to end affirmative action means you will have to be more intentional about sourcing, recruiting and hiring a racially diverse group of candidates into your entry level and grad school roles. Here are several actions you can take….

While a workplace that includes colleagues from many different age groups offers a great learning opportunity, it can also pose challenges to creating an inclusive culture, as each generation brings its own unique experiences, perspectives, communication and work styles to the workplace.

With the craze over ChatGPT's release, I couldn't help but wonder what, if anything, it would say about the dangers of bias being coded into its responses. So I asked. And I think the answer is spot on…

Diversity, equity and inclusion play a huge role in shaping the overall culture of a company and the employee experience. Despite this, there are still organizations that are reluctant to prioritize a more DEI-centric workplace culture. Why? Most either fear change or don't clearly understand what DEI is about.

There is immense pressure on organizations to not only articulate a commitment to diversity, equity, and inclusion, but also to demonstrate that commitment through specific actions. In many organizations, the first action they take is to implement DEI trainings. These trainings range from how to spot unconscious bias to how improve employee engagement.

Diversity is a measure of differences among a group, and those differences can exist across any number of lines. A diversity wheel can be helpful in DEI discussions to build bridges and foster better inclusion in a group.

Applying DEI to recruiting, performance reviews and promotion decisions ensures that no one's bias leads to someone being hired, reviewed positively, or promoted unfairly, just as much as it ensures the same person is not passed over, criticized or held back unfairly.

Many companies that struggle with DEI-related issues are quick to jump to recruiting to solve the issue.  However, the root cause of your issues may be related to employees not feeling they belong, or have opportunities for advancement. This is where the "5 Why?s" approach can really help. 

As we begin to wind down 2022 and think ahead to 2023, and all the challenges that face our businesses, it is important to remember there are significant, measurable benefits that any organization can realize if they operationalize DEI into all their business practices.

Never before have I attended a conference where every attendee was so deeply engaged and focused on achieving the same mission. Every session focused on specific actions to take in the workplace to support LGBTQI+ employees -- and the stories told by those who benefitted from that support were incredibly powerful.

There is a lot of debate among CEOs about whether or not we are in a recession or one is looming, and how significant the impact will be. Regardless of the answer to those questions, inflation is sky-high and there are 2 jobs open for every unemployed person right now. That means the cost of business is high, and retaining top talent is more vital than ever.